Strategic HR Business Partner

Medica is a nonprofit health plan with more than a million members that serves communities in Minnesota, Nebraska, Wisconsin, Missouri, and beyond. We deliver personalized health care experiences and partner closely with providers to ensure members are genuinely cared for.

We're a team that owns our work with accountability, makes data-driven decisions, embraces continuous learning, and celebrates collaboration — because success is a team sport. It's our mission to be there in the moments that matter most for our members and employees. Join us in creating a community of connected care, where coordinated, quality service is the norm and every member feels valued.

The Strategic HR Business Partner is a director-level individual contributor who serves as the primary strategic HR partner to a C-suite leader and their senior leadership team within a key organizational function. The role provides proactive counsel on complex organizational, talent, workforce, and leadership priorities; leads significant organizational and change initiatives; and applies enterprise-level perspective and diagnostic capability to address complex business challenges. This role partners closely with HR Centers of Excellence to shape and deliver solutions with broad organizational impact. Performs other duties as assigned.

The ideal candidate is a strategic, data-oriented HR leader who combines business acumen with empathy and influence. They bring a consultative style, are energized by organizational transformation, and can help leaders navigate multiple competing priorities while maintaining focus on people, performance, and long-term business outcomes. They are collaborative, innovative, and adept at seeing connections across the enterprise rather than focusing solely on individual business units.

Key Accountabilities

• Shape Divisional People Strategy
  • Partner with senior leaders to set divisional people priorities aligned to business outcomes, culture, and workforce strategy
  • Participate in strategic decision-making and ensure people implications (talent, structure, capability, risk) are embedded in business plans
  • Consult on executive compensation and market positioning by interpreting market data and internal equity dynamics, in partnership with Total Rewards
  • Support the design and implementation of special incentive programs aligned to divisional goals
  • Co-create scalable people programs with COEs to ensure enterprise alignment while meeting divisional needs

• Provide Advanced Consulting & Coaching
  • Challenge and develop senior leader thinking; elevate leadership maturity, decision quality, and accountability
  • Facilitate complex leadership and team dynamics, including role clarity, decision rights, and operating norms
  • Diagnose complex organizational issues using enterprise frameworks (org health, performance patterns, engagement drivers, operating model misalignment)
  • Influence leaders through data-driven insights, clear narrative framing, and practical pathways to action

• Lead Organizational Effectiveness & Workforce Planning
  • Design and lead large-scale reorganizations, workforce planning, and operating model improvements
  • Improve cross-functional ways of working and support enterprise initiatives at the division level
  • Partner deeply with IDEA and L&D to embed capability-building and inclusion into operating rhythms

• Advise on High-Risk ER & Organizational Impact
  • Advise senior leaders on high-risk employee relations matters and potential litigation exposure in partnership with Employee Relations and Legal
  • Assess organizational and cultural impact of ER decisions and leader actions
  • Identify systemic risk patterns and recommend preventive interventions to reduce future exposure

• Drive Integrated Talent, Change & Analytics
  • Lead strategic change initiatives across multiple divisions; develop change strategies, coach senior leaders, and drive adoption
  • Shape divisional talent strategy to ensure bench strength for Director and VP roles and meaningful succession depth
  • Lead talent calibration discussions with a strong point of view; align development actions to business and capability needs
  • Leverage workforce and engagement analytics to inform strategic decisions related to capacity, skills, retention risk, and performance
  • Translate analytics into insights that shape decisions, priorities, and trade-offs - not just reporting trends

Required Qualifications

• Bachelor's degree or equivalent experience in related field
• 10+ years of progressive HR experience in a HR Business Partner support model in collaboration with Human Resources Centers of Excellence including HR Operations and Employee Relations

Preferred Qualifications

• Demonstrated ability to serve as a strategic advisor to senior leaders by leveraging workforce analytics, business insights, and data-driven decision making
• Strong systems-thinking capability with a track record of connecting organizational, talent, and business strategies across multiple functions and stakeholder groups
• Track record of guiding leaders and teams through transformation, organizational change, and evolving business priorities
• Strong partnership orientation with HR Centers of Excellence to align talent strategies, programs, and solutions with business needs
• Breadth of exposure across both complex enterprise organizations and entrepreneurial, high-growth environments
• PHR, SPHR or master’s degree

This position is an Office role, which requires an employee to work onsite, on average, 3 days per week. We are open to candidates located near one of the following office locations: Minnetonka, MN or Madison, WI.

The full salary grade for this position is $113,400 - $194,400. While the full salary grade is provided, the typical hiring salary range for this role is expected to be between $113,400 - $170,100. Annual salary range placement will depend on a variety of factors including, but not limited to, education, work experience, applicable certifications and/or licensure, the position's scope and responsibility, internal pay equity and external market salary data.  In addition to compensation, Medica offers a generous total rewards package that includes competitive medical, dental, vision, PTO, Holidays, paid volunteer time off, 401K contributions, caregiver services and many other benefits to support our employees.

The compensation and benefits information is provided as of the date of this posting. Medica’s compensation and benefits are subject to change at any time, with or without notice, subject to applicable law.

Eligibility to work in the US: Medica does not offer work visa sponsorship for this role. All candidates must be legally authorized to work in the United States at the time of application. Employment is contingent on verification of identity and eligibility to work in the United States.

We are an Equal Opportunity employer, where all qualified candidates receive consideration for employment indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic.